Ley de Normas Justas de Trabajo

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1 Ley de Normas Justas de TrabajoPresentada por elDepartamento de Trabajo de los Estados UnidosSección de Horas y SueldosThe Fair Labor Standards Act (FLSA) is the federal law of broadest application governing minimum wage, overtime pay, and youth employment. The Wage and Hour Division of the U.S. Department of Labor enforces the FLSA. In addition, the Wage and Hour Division also enforces:The Family and Medical Leave ActThe Migrant and Seasonal Agricultural Worker Protection ActThe Employee Polygraph ActThe Garnishment Provisions of the Consumer Credit Protection ActThe Davis-Bacon and Related ActsThe McNamara-O’Hara Service Contract ActTemporary Worker Provisions of the Immigration and Nationality ActFor more information regarding these laws, call the Wage and Hour Division’s toll-free line at USWAGE ( ). Information is also available on the Internet a

2 Disposiciones principalesCoberturaSalario mínimoPago de sobretiempoTrabajo de menores de edadMantenimiento de datosEmployees who are covered by the FLSA are entitled to be paid at least the Federal minimum wage as well as time and one-half their regular rates of pay for all hours worked over 40 in a workweek, unless an exemption applies. There are also youth employment provisions regulating the employment of anyone under the age of 18 in covered work. The FLSA also contains recordkeeping requirements.This presentation covers the minimum wage and overtime requirements and summarizes the youth employment provisions. More in-depth training on the youth employment laws is also available.See also: Fair Labor Standards Act (FLSA), 29 U.S.C. 201 et seq.; FLSA Regulations, 29 CFR Parts 778 (overtime), 570 (youth employment), (recordkeeping).

3 Relación de empleoPara que la FLSA aplique, tiene que haber una relación de empleo entre el "empleador" y el "empleado"Typical issues related to the employment relationship are issues involving independent contractors, trainees, and volunteers.Employment relationship under the FLSA is tested by "economic reality" rather than "technical concepts.” There is no single rule to determine whether an individual is an independent contractor or an employee for purposes of the FLSA. Some of the factors considered are:1) The extent to which the services rendered are an integral part of theprincipal's business.2) The permanency of the relationship.3) The amount of the alleged contractor's investment in facilities andequipment.4) The nature and degree of control by the principal.5) The alleged contractor's opportunities for profit and loss.6) The amount of initiative, judgment, or foresight in open market competitionwith others required for the success of the claimed independent contractor.7) The degree of independent business organization and operation.A situation involving a person volunteering his or her services may also result in an employment relationship. For example, a person who is an employee cannot "volunteer" his or her services to the employer to perform the same type service performed as an employee. Of course, individuals may volunteer or donate their services to religious, public service, and non-profit organizations, without contemplation of pay, and not be considered employees of such organization.Trainees or students may also be employees, depending on the circumstances of their activities for the employer.See also: 29 U.S.C. 203(d), (e), (g); Fact Sheet No. 013 Employment Relationship Under The Fair Labor Standards Act (FLSA).

5 CoberturaMás de 130 millones de trabajadores en más de 7 millones de lugares de trabajo están bajo el alcance o “cubiertos” por la Ley de Normas Justas de Trabajo (FLSA - siglas en inglés), la cual se hace cumplir por la Sección de Horas y Sueldos del Departamento de Trabajo de los Estados UnidosThe short answer is – almost every employee working in the United States.The Wage and Hour Division administers and enforces the FLSA with respect to private employment, State and local government employment, and Federal employees of the Library of Congress, U.S. Postal Service, Postal Rate Commission, and the Tennessee Valley Authority. The FLSA is enforced by the U.S. Office of Personnel Management for employees of other Executive Branch agencies, and by the U.S. Congress for covered employees of the Legislative Branch.Special rules apply to State and local government employment involving fire protection and law enforcement activities, volunteer services, and compensatory time off instead of cash overtime pay.

7 Cobertura a empresa Empresas con Por lo menos dos (2) empleadosPor lo menos $500,000 al año en negociosHospitales, negocios que proporcionen atención médica o de enfermería a residentes, escuelas, preescolares y agencias gubernamentales (federales, estatales y locales)A covered enterprise is an employer with at least two employees and at least $500,000 a year in business (sales, for example). Hospitals, schools, and government agencies are also covered enterprises. Multiple establishments, businesses, or corporations may be one “enterprise” under the FLSA if they perform related activities, through unified operation or common control, for a common business purpose.

8 Cobertura individual Trabajadores que estén involucrados en:Comercio interestatal;Producción de bienes para el comercio;Proceso relacionado de cerca u ocupación directamente esencial (CRADE - siglas en inglés) para dicha producción; oServicio domésticoInvolucrarse en “comercio interestatal” puede incluir:Hacer llamadas telefónicas a otros estadosRedactar cartas para enviar a otros estadosProcesar transacciones de tarjetas de créditoViajar a otros estadosEven if the employer is not a covered enterprise, individual employees are covered if they engage in interstate commerce, the production of goods for interstate commerce, or a closely-related process or occupation directly essential (CRADE) to such production. The definition of interstate commerce is very broad: any employee who makes telephone calls, types letters, processes credit card transactions or travels to other states for work may be covered by the FLSA.The FLSA also covers domestic employees, including day workers, housekeepers, chauffeurs, cooks, or full-time babysitters if (1) their cash wages from one employer in calendar year 2007 are at least $1,500 (different amounts would be designated in other calendar years, pursuant to an adjustment provision in the Internal Revenue Code), or (2) they work a total of more than 8 hours a week for one or more employers.See also: WH 1282 Handy Reference Guide to the Fair Labor Standards Act.

9 ConclusiónCasi todos los empleados de los Estados Unidos están bajo el alcance de FLSAEjemplos de empleados que podrían no estar sujetos a la leyEmpleados que trabajan para empresas pequeñas de construcciónEmpleados que trabajan para negocios independientes minoristas o empresas de serviciosEmployees working for businesses that are not covered enterprises are not subject to FLSA requirements unless they personally engage in interstate commerce, the production of goods for interstate commerce, or closely related activities.The bottom line: The coverage of the FLSA is very broad, and almost every employee is covered. If you have a question about whether particular employment is covered, you may want to seek assistance from the Wage & Hour Division.

12 Salario mínimo: CuestionesCompensación incluidaDeduccionesEmpleados que reciben propinasHoras trabajadasAlthough the requirement to pay minimum wage seems simple, there are some key minimum wage issues that can lead to violations: what type of compensation is included when determining whether the minimum wage has been paid; what deductions from pay are allowed; how to treat tipped employees; and hours worked issues. The FLSA requires that minimum wage be paid for all hours worked; failure to understand what hours count as work hours often leads to unintended violations of the FLSA minimum wage and overtime requirements.

13 Compensación incluidaSalarios (sueldo, horario, destajo)ComisionesCiertos bonosPropinas recibidas por empleados elegibles que reciben propinas (hasta $3.72 por hora vigente desde el 24 de julio de 2007; $4.42 por hora al 24 de julio de 2008; y $5.12 por hora al 24 de julio de 2009)Costo razonable de habitación, hospedaje y otras “comodidades” proporcionadas por el empleador para beneficio del empleadoTo determine whether an employee has been paid the minimum wage for all hours worked in each week, you need to add up all compensation received and divide that amount by all hours worked for the week. The compensation included in this calculation includes all payments considered to be part of the “regular rate” of pay for overtime purposes. Later slides will discuss the regular rate of pay in more detail. In summary, the payments counted towards the minimum wage include: wages (salary, hourly, piece rate); commissions; some bonuses; tips received by eligible employees; and the reasonable cost of room, board, and other “facilities” provided by the employer for the employee’s benefit.

14 Hospedaje y comida No puede exceder su costo realNo puede incluir beneficio para el empleadorEl método del empleador para determinar el costo razonable debería ser conforme a buenas prácticas contablesEl empleador no puede aplicar un crédito si no incurre en ningún gastoThere are some special rules regarding board, lodging and other facilities. An employer cannot take credit for board, lodging or facilities unless they are furnished primarily for the benefit or convenience of the employee.Examples of facilities commonly viewed as furnished primarily for the benefit of the employee: meals, lodging, merchandise, tuition expenses, child care. The credit taken cannot exceed the actual cost of the facility, as calculated following good accounting practices.Where the primary benefit of the facilities is to the employer’s business interest, no credit is allowed. For example: telephones used for business purposes; uniforms required by law, the employer, or the nature of the business; necessary tools used on the job; and business-related travel expenses.

15 Deducciones Las deducciones del pago son ilegales siLa deducción se hace por un rubro considerado principalmente para el beneficio o conveniencia del empleador; yLa deducción reduce las ganancias del empleado por debajo del salario mínimo exigidoEjemplos de deducciones ilegalesHerramientas usadas para el trabajoDaños a la propiedad del empleadorFaltantes en cajaThe FLSA prohibits deductions from wages for the cost of any items which are considered primarily for the benefit or convenience of the employer if the deduction would reduce the employee's earnings below the required minimum wage or overtime compensation. Examples of illegal deductions: tools used in the employee's work; damages to the employer's property by the employee; and financial losses due to clients/customers not paying bills.One common problem is deductions from pay for uniforms. If the wearing of a uniform is required by law, the nature of a business, or by an employer, the cost and maintenance of the uniform is considered to be a business expense of the employer. Thus, if the employer requires the employee to bear the cost, it may not reduce the employee's wage below the minimum wage or cut into overtime compensation required by the Act.Many states also have laws limiting deductions from wages. Nothing in the FLSA overrides or nullifies any higher standards or more-stringent provisions of these laws.See also: Fact Sheet No. 016 Deductions From Wages For Uniforms And Other Facilities Under The Fair Labor Standards Act (FLSA).

17 Empleado que recibe propinasTrabaja en una ocupación en la que recibe habitual y regularmente más de $30 por mes en propinasRecibe por lo menos $2.13 en efectivo por parte del empleador, quien puede pedir un “crédito de propinas” para alcanzar el resto del salario mínimoFor occupations in which employees customarily and regularly receive more than $30 per month in tips, employers can pay tipped employees $2.13 per hour and claim a “tip credit” for the rest of the minimum wage, if tips actually received average at least $3.72 per hour effective July 24, 2007; $ per hour effective July 24, 2008; and $5.12 per hour effective July 24, 2009.Some states require more per hour in cash for tipped employees, and that higher amount prevails in those situations.Also, if an employee is employed concurrently in both a tipped and a non-tipped occupation, the tip credit is available only for the hours spent in the tipped occupation or in duties related to the tipped occupation, provided such duties are incidental to the regular duties.

18 Crédito de propinasEl empleador puede pedir “crédito de propinas” únicamente siEl empleador le informa a cada empleado sobre el complemento de crédito de propina, incluido el monto que será abonado antes de que se utilice el créditoEl empleador puede documentar que el empleado recibe las suficientes propinas como para llegar a un total de pago que alcance el salario mínimo o másTodas las propinas quedan en posesión del empleado y no se comparten con el empleador ni con otros empleados, a menos que haya un acuerdo de fondo común de propinasA service charge is a compulsory charge for service, for example, 15 percent of the bill. These amounts that are automatically added to the bill by the employer are not considered to be tips. They are part of the employer's gross receipts. Where service charges are imposed and the employee receives no tips, the employer must pay the entire minimum wage and overtime required by the Act.Where tips are charged on a credit card and the employer must pay the credit card company a percentage on each sale, then the employer may pay the employee the tip, less that percentage. This charge on the tip may not reduce the employee's wage below the required minimum wage. The amount due the employee must be paid no later than the regular pay day and may not be held while the employer is awaiting reimbursement from the credit card company. The employee must always receive at least the minimum wage (cash wage + tip credit) for all hours worked in each workweek.See also: Fact Sheet No. 015 Tipped Employees Under the Fair Labor Standards Act (FLSA).

19 Horas trabajadas: CuestionesTrabajo tolerado o permitidoTiempo de EsperaTiempo de guardiaPeriodos de comidas y descansosTiempo de capacitaciónTiempo de movilizaciónTiempo para dormirThe employer cannot determine the amount of money to pay an employee without knowing the number of hours the employee worked.See also: 29 CFR 785 Hours Worked; Fact Sheet No. 022 Hours Worked Under the Fair Labor Standards Act; Fact Sheet No. 039C Hours Worked and the Payment of Special Minimum Wages to Workers with Disabilities Under Section 14(c) of the Fair Labor Standards Act (FLSA).

20 Trabajo tolerado o permitidoEl trabajo no exigido pero tolerado o permitido se considera tiempo de trabajoIt is the employer’s duty to see that work is not performed if the employer doesn’t want the work performed. The employer cannot sit back and accept the benefits without compensating employees for those benefits. Simply telling employees that it is against the rules to work this time is not good enough. Management has the power to enforce the rule and must make every effort to do so.This is true for work performed away from the premises or the job site, or even at home. If the employer knows or has reason to believe that the work is being performed, the employer must count the time as hours worked.For example, if the employer does not stop an employee from working before or after the shift, the employee must be paid for that time.See also: 29 CFR , Hours Worked Under the Fair Labor Standards Act.

21 Tiempo de Espera Se cuenta como horas de trabajo cuandoEl empleado no puede utilizar el tiempo de forma efectiva para sus propias actividades; yEl tiempo es controlado por el empleadorNo cuenta como horas de trabajo cuandoEl empleado está eximido de cualquier tarea; yEl tiempo es lo suficientemente largo como para que el empleado pueda utilizar el tiempo de forma efectiva para sus propias actividadesWhether time an employee spends waiting is counted as hours worked and is therefore paid depends upon the particular circumstances. The facts may show that the employee was engaged to wait (which is work time) or the facts may show that the employee was waiting to be engaged (which is not work time).For example, a firefighter who plays checkers while waiting for an alarm is working during these periods of inactivity. The firefighter has been “engaged to wait.” The time would be worktime even if the employee is allowed to leave the premises or the job site during periods of inactivity.On the other hand, periods during which the employee is completely relieved from duty and that are long enough for the employee to use the time effectively for his/her own purposes are not hours worked. This would be true if the employee has been told in advance that he/she may leave the job and will not have to begin working again until a definitely specified time.See also: 29 CFR and Hours Worked; Fact Sheet No Hours Worked Under the FLSA.

22 Tiempo de guardia El tiempo de guardia es horas trabajadas cuandoEl empleado tiene que quedarse en las instalaciones del empleadorEl empleado tiene que estar tan cerca de las instalaciones del empleador que no puede usar ese tiempo de forma efectiva para sus propias actividadesEl tiempo de guardia no es horas trabajadas cuandoSe le exige al empleado tener un localizadorCuando se le exige al empleado avisar en su hogar o avisarle al empleador dónde se le puede localizarEmployers frequently make arrangements with employees to be on-call. If the employee is required to remain on-call on the employer's premises or so close that the employee cannot use the time effectively for his/her own purposes, the employee is working while on-call. In that case, the time the employee is on-call is counted as hours of work that must be paid.In some cases, on-call employees are required to carry a paging device or leave word with company officials where he or she may be reached. If an employee who is on-call is free to come and go and to engage in personal activities during idle periods, the on-call time is not hours worked and does not need to be paid unless and until the employee actually responds to a call back to duty. However, if such calls are so frequent that the employee is not really free to use the off-duty time effectively for the employee's own benefit, the intervening periods as well as the time spent in responding to calls would be counted as compensable hours of work.See also: 29 CFR Hours Worked.

23 Periodos de comidas y descansosLos periodos de comidas no son horas trabajadas cuando el empleado está libre de obligaciones laborales para poder comerLos periodos de descanso de corta duración (normalmente de 5 a 20 minutos) se cuentan como horas trabajadas y deben pagarseBona fide meal periods are not worktime and need not be counted as compensable hours worked. Ordinarily 30 minutes or more is long enough for a bona fide meal period.Meal periods of less than 30 minutes during which an employee is relieved for purposes of eating a meal may be bona fide--and thus not hours worked--when certain special conditions are present. Such special conditions include only sporadic and minimal work-related interruptions to the meal period, sufficient time for employees to eat a regular meal at a time of day or shift when meals are normally consumed, an agreement between the employees and employer that a meal period of less than 30 minutes is sufficient to eat a regular meal, and applicable state or local laws do not require lunch periods in excess of the shortened meal period.The employee is not considered to be relieved if the employee is required to perform any duties, whether active or inactive, while eating. For example, an office employee who is required to eat at the desk in order to answer the telephone is working while eating.It is not necessary that an employee be permitted to leave the premises if the employee is otherwise relieved from duties during the meal period.Coffee breaks or time for snacks are typically periods of short duration (5 to 20 minutes) and must be counted as compensable hours worked. They are common in industry and promote the efficiency of the employee.See also: 29 CFR and 29 CFR Hours Worked.

24 Tiempo de capacitaciónEl tiempo que los empleados emplean en reuniones, conferencias o capacitaciones se considera horas trabajadas y debe pagarse, a menos queLa asistencia sea fuera de su horario laboral regularLa asistencia sea voluntariaEl curso, conferencia o reunión no esté relacionado al trabajoEl empleado no realice ningún trabajo productivo al asistirAll four of the criteria must be met. The most common questions about counting this time involve voluntary attendance and whether or not a meeting or training is job related.Attendance is clearly not voluntary if it is required by the employer. It is also not voluntary if the employee is led to believe that the present working conditions or continuance of employment would be adversely affected by nonattendance.The training is directly related to the employee's job if it is designed to make the employee handle his/her current job more effectively as distinguished from training the employee for another job, or for a new or additional skill. For example, time spent by a computer programmer in a course on programming that is given by the employer is hours worked. However, if the programmer takes a course in accounting, it may not be directly related to the programmer’s current job, and thus, the time the programmer spends voluntarily in taking the accounting course, outside of regular working hours, may not be counted as working time.If employees on their own initiative attend an independent school, college, or independent trade school after hours, the time is not hours worked for their employer even if the courses are related to their jobs.See also: 29 CFR , and Hours Worked.

25 Tiempo de movilizaciónEl tiempo normal de movilización del hogar al trabajo no es tiempo de trabajoLa movilización entre lugares de trabajo durante el día laboral normal es tiempo de trabajoAplican normas especiales para movilización fuera de la comunidad donde vive el empleadoOrdinary home to work travel is travel from the employee’s home before the regular workday and return travel to the employee’s home at the end of the workday. This travel is normally not counted as hours worked.Travel between job sites during the day is work time. If the employee is required to report to a meeting place to receive instructions, perform other work there, or to pick up equipment or tools, the travel from the designated meeting place to the work place is part of the day's work, and must be counted as hours worked. The same is true at the end of the day. If the employee is required to return to the employer’s office or job site, the travel time back to the office is counted as hours worked. For example, if an employee normally finishes his work at 5 p.m. and is sent to another job which he finishes at 8 p.m. and is required to return to his employer's premises arriving at 9 p.m., all of the time is working time. However, if the employee goes home instead of returning to his employer's premises, the travel after 8 p.m. is home-to-work travel and is not hours worked.Special rules apply when employees travel away from their home community. Travel for a special one day assignment in another city is not ordinary home-to-work travel. Because it is performed for the employer’s benefit and at the employer’s request, it is like travel that is all in the day's work. The normal home-to-work travel time may still be deducted.When an employee travels away from home and stays overnight, the travel time is worktime when it cuts across the employee's workday. The employee is simply substituting travel for other duties. The time is not only hours worked on regular working days during normal working hours but also during the corresponding hours on nonworking days. For example, if an employee regularly works from 9 a.m. to 5 p.m. from Monday through Friday the travel time during these hours is worktime on Saturday and Sunday as well as on the other days. Regular meal period time is not counted. As an enforcement policy the Wage and Hour Division will not consider as worktime that time spent in travel away from home outside of regular working hours as a passenger on an airplane, train, boat, bus, or automobile.See also: 29 CFR , 29 CFR , 29 CFR Hours Worked.

26 Tiempo para dormir Menos de 24 horas en servicioSe considera que el empleado que está en servicio por menos de 24 horas está trabajando incluso si puede dormir o realizar actividades personalesServicio de 24 horas o másLas partes pueden ponerse de acuerdo para excluir periodos auténticos para dormir y para comerThe rules for counting sleep time as hours worked are different depending on whether the employee is on duty for less than 24 hours or is on duty for 24 hours or more.An employee who is required to be on duty for less than 24 hours is working the entire time even though permitted to sleep or engage in other personal activities when not busy. Therefore, the entire shift must be counted as hours worked.When an employee is required to be on duty for 24 hours or more, the employer and the employee may agree to exclude bona fide meal periods and a bona fide regularly scheduled sleeping period of not more than 8 hours from hours worked, if the employer provides adequate sleeping facilities and the employee can usually enjoy an uninterrupted night's sleep. If the sleeping period is more than 8 hours, only 8 hours can be excluded from the hours worked. Where no agreement to the contrary is present, the 8 hours of sleeping time and meal periods must be counted as hours worked.If the sleeping period is interrupted by a call to duty, the interruption must be counted as hours worked. If the period is interrupted so much that the employee cannot get a reasonable night's sleep, the entire period must be counted as hours worked. For enforcement purposes, the Wage and Hour Division has adopted the rule that if the employee cannot get at least 5 hours' sleep during the scheduled period the entire time is working time. These five hours need not be five continuous uninterrupted hours of sleep.See also: 29 CFR Hours Worked; 29 CFR Hours Worked.

28 Pago de sobretiempoLos empleados no exentos bajo el alcance de la ley tienen que recibir una tasa de pago de tiempo y medio por todas las horas trabajadas cuando sobrepasen las cuarenta horas en una semana laboralThere is no limit on the number of hours employees aged 16 and older may work in any workday or workweek. The FLSA does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest. Also, the FLSA does not require overtime pay over 8 hours in a day, except in certain circumstances for hospital and residential care establishments.Nothing in the FLSA relieves an employer of any obligation he or she may have by contract or other Federal or State law.Normally, overtime pay earned in a particular workweek must be paid on the regular pay day for the pay period in which the wages were earned. The employer and employee cannot agree to waive overtime payment that is due under the FLSA.See also: Fact Sheet No. 023 Overtime Pay Requirements Of the Fair Labor Standards Act (FLSA); WH 1325 Overtime Compensation Under the Fair Labor Standards Act.

29 Cuestiones de sobretiempoCada semana laboral se considera por separadoTasa regularPagos excluidos de la tasaPagos aparte de las tasas por horaEmpleados que reciben propinasDeduccionesIf an employee who is paid an hourly rate works overtime hours (whether or not the employer recognized them as overtime hours), the employer must pay the employee for all hours worked at the agreed rate plus at least an extra half of that rate for all overtime hours.

30 Semana laboralEl cumplimiento se determina por semana laboral y cada semana laboral se cuenta por separadoUna semana laboral es 7 periodos consecutivos de 24 horas (168 horas)Compliance with wage payment requirements is determined on a workweek basis. An employee's workweek is a fixed and regularly recurring period of 168 hours -- seven consecutive 24-hour periods. It does not need to be a calendar week and may begin on any day and at any hour of the day as set by the employer. Once established, the workweek remains fixed regardless of which hours an employee works. Averaging of hours over two or more weeks is not permitted.

31 Tasa regularSe determina al dividir el total de ganancias en la semana laboral por el número total de horas de trabajo en la semana laboralNo debe ser menor al salario mínimo que aplicaThe regular rate includes all earnings for employment except certain payments excluded by the FLSA. Earnings may be determined on a piece-rate, salary, commission, or some other basis, but in all such cases the overtime pay due must be computed on the basis of the average hourly rate derived from such earnings. This is calculated by dividing the total pay for employment (except statutory exclusions) in any workweek by the total number of hours actually worked.See also: Fact Sheet No. 023 Overtime Pay Requirements of the Fair Labor Standards Act (FLSA).

33 Tasa regular (RR)Paso 1: Ganancias totales de horas ordinarias (menos exclusiones de la ley) divididas por Total de horas trabajadas = Tasa regularPaso 2: Tasa regular x .5 = Prima de medio tiempoPaso 3: Prima de medio tiempo x horas de sobretiempo= Total de prima de sobretiempo que se le debe al empleadoThe FLSA does not require employers to pay employees on an hourly rate basis. Their earnings may be determined on a piece-rate, salary, commission, or some other basis, but in each case the overtime pay due must be computed on the basis of the hourly rate derived from these earnings. This is calculated by dividing the total pay for employment (except for the noted statutory exclusions) in any workweek by the total number of hours actually worked.Where non-cash payments are made to employees in the form of goods or facilities, the reasonable cost to the employer or fair value of such goods or facilities must be included in the total straight time earnings when computing the overtime due.See also: WH 1325 Overtime Compensation Under the Fair Labor Standards Act; Fact Sheet No. 023 Overtime Pay Requirements Of the Fair Labor Standards Act (FLSA).

34 Ejemplo: Salario horario + Bono de producciónHoras totales = 48Salario horario = $9.00Bono = $1048 horas x $9.00= $432.00Bono$442.00$ / 48 h = $9.21 (Tasa regular)$9.21 x = $4.61$4.61 x 8 h = $ (Sobretiempo que se le debe al empleado)When an employee is paid an hourly rate and a production bonus, the earnings from both the hourly rate and the bonus are added together when determining the total straight time earnings.This amount is then divided by total hours worked to get the regular rate of pay for overtime purposes.One-half of the regular rate is the premium amount due for each overtime hour.See also: 29 CFR Overtime Compensation.

35 Ejemplo: Tasas horarias diferentesTasa de conserje $8.50 Horas de conserje 21Tasa de cocinero $9.00 Horas de cocinero 2621 Horas X $ = $178.5026 Horas X $ = $234.00$412.50$ / 47 horas = $8.78 (Tasa regular)$8.78 x = $4.39$4.39 x 7 horas = $30.73 (Sobretiempo que se debe)Where an employee in a single workweek works at two or more different types of work for which different straight-time rates have been established, the regular rate for that week is the weighted average of such rates. That is, the earnings from all such rates are added together and this total is then divided by the total number of hours worked at all jobs to get the regular rate.One-half of the regular rate is the premium amount due for each overtime hour.See also: 29 CFR Overtime Compensation; WH 1325 Overtime Compensation Under the Fair Labor Standards Act.

36 Example: Piece Rates Ejemplo: DestajosGanancias por trabajo a destajo $ por 46 horasTasa por tiempo de espera $7.25 por 4 horasBono de producción $12.5046 horas = $391.004 horas x $ = $29.00Bono de producción = $12.50$432.50$ / 50 h = $8.65 (Tasa regular)$8.65 x = $4.33$4.33 x 10 h = $ (Sobretiempo que se le debe al empleado)When an employee is employed on a piece-rate basis, the regular rate of pay is computed by adding together the total earnings for the workweek from piece rates and all other sources (such as production bonuses) and any sums paid for waiting time or other hours worked (except statutory exclusions). This sum is then divided by the number of hours worked in the week for which such compensation was paid, to yield the pieceworker's “regular rate” for that week.One-half of the regular rate is the premium amount due for each overtime hour.See also: 29 CFR Overtime Compensation.

37 Ejemplo: Sueldo por horas fijasGanancias por sueldo $ (por una semana laboral de horas)Horas trabajadasTasa regular $ ($420/40 horas)Tasa de sobretiempo $15.75El salario llega a = $420.008 horas x $ = $126.00Total por pagar = $546.00If the employee is employed solely on a weekly salary basis, the regular rate of pay is computed by dividing the salary by the number of hours which the salary is intended to compensate.Since the salary only covered 40 hours in this case, the employee is due one and one-half times the regular rate for the hours over 40.See also: 29 CFR Overtime Compensation.

38 Ejemplo: Salario fijo para horas variablesSalario fijo $ (por todas las horas trabajadas)Semana 1 Horas trabajadas 49Tasa regular $8.57 ($420 / 49 horas)Tasa de medio tiempo adicional $4.29El salario llega a = $420.009 Horas x $4,29 = $38,61 (Sobretiempo que se debe)Total por pagar = $458.61The regular rate of an employee whose hours of work fluctuate from week to week and who is paid a stipulated salary with the clear understanding that the salary covers straight time pay for all hours worked (whatever their number and whether few or many) will vary from week to week. The regular rate is determined for each week by dividing the salary by the number of hours worked in the week. It cannot, of course, be less than the applicable minimum wage in any week. Since the salary includes the straight time pay for all hours worked, the employee is due additional half-time for the hours over 40 in the week.Typically, such salaries are paid to employees who do not customarily work a regular schedule of hours and are in amounts agreed on by the parties as adequate straight-time compensation for long workweeks as well as short ones, under the circumstances of the employment as a whole.Employees paid a fixed salary for a fluctuating workweek must receive the full salary in weeks in which they work less than 40 hours.See also: 29 CFR Overtime Compensation; WH 1325 Overtime Compensation Under the Fair Labor Standards Act.

40 Ejemplo: Empleado que recibe propinasTasa que el empleador paga $2.13Crédito de propina reclamado $5.12Tasa regular $7.25Tasa de medio tiempo adicional $3.6350 Horas x $7.25 = $362.5010 Horas x $3.63 = $36.30Total por pagar = $ (menos crédito de propina)Crédito de propina 50 x $5.12 = $256.00Total salario en efectivo que se debe = $142.80The regular rate for a tipped employee is determined by dividing the employee’s total earnings (except statutory exclusions) in any workweek by the total number of hours actually worked. The regular rate of pay includes the amount of tip credit taken by the employer; however, any tips received by the employee in excess of the allowable tip credit are not included in the regular rate. An employer may not take a higher tip credit for an overtime hour than for a straight time hour.If the employer furnishes any facilities to the employee, the reasonable cost or fair value of those facilities are included in the regular rate. Commissions and certain non-discretionary bonuses are also included in the regular rate.See also: 29 CFR Wage Payments Under the Fair Labor Standards Act of 1938.

42 Deducciones por comida, hospedaje y comodidadesNo hay límite en el monto deducido por el costo razonable de comida, hospedaje y otras comodidadesLos rubros que son principalmente para el beneficio o conveniencia del empleador no califican como comodidadesLa tasa regular se calcula antes de sacar la deducciónWhere the employer charges the employee for board, lodging, and facilities by taking a deduction from the employee’s wages, the regular rate is determined before the deductions are made. There is no limit to the amount which may be deducted for these items, provided that the deductions are confined to the reasonable cost of the board, lodging and facilities furnished. Where the deductions are in amounts that exceed the “reasonable cost,” the excess amount is handled the same as deductions for items other than “board, lodging or other facilities.”The term “other facilities” means items such as meals furnished at company restaurants; housing furnished; general merchandise bought at company stores; and fuel, electricity, water, and gas furnished for the employee’s personal use.

43 Deducciones por otros rubros aparte de comida, hospedaje y comodidadesSe puede realizar una deducción siLa deducción es genuina, ySe hace por rubros en particular de conformidad con un acuerdo previo, yEl propósito no es evadir exigencias obligatorias de sobretiempo u otras leyes, ySe limita al monto de salario mínimo mayor aplicable para las primeras 40 horasDeductions that are prohibited by other laws (federal, state or local) are not bona fide. Deductions for amounts above the reasonable cost to the employer of furnishing a particular item to an employee are also not bona fide (e.g. furnishing items to employees at a profit or deductions for substandard housing).In order for the deduction to be valid, the agreement to make the deductions must be reached before the employee performs the work that becomes subject to the deductions. The agreement must be specific concerning the particular items for which the deductions will be made, and the employee must know how the amount of the deductions will be determined. The employee must assent to the employer’s deduction policy. The employee’s assent to the policy may be written or unwritten; however, the employer bears the burden of proof that an employee has agreed to the deduction policy.Deductions made only in overtime workweeks, or increases in prices charged during overtime workweeks compared to non-overtime workweeks, are considered to be manipulations to evade statutory overtime requirements and are prohibited.Deductions are limited to the amount above the highest required minimum wage for the first forty hours. Time and a half the full regular rate (pre-deductions) must be paid for all statutory overtime hours.

44 Exenciones y excepcionesHay varias exenciones y excepciones del salario mínimo y/o de las normas de sobretiempo de la FLSAFLSA Sections 7 and 13 contain numerous exceptions (or exemptions) to the minimum wage and/or overtime requirements.FLSA Section 7 contains overtime exceptions. This presentation includes the exception for certain commissioned sales employees in retail businesses. There are several other exceptions contained in Section 7. Among these are partial exceptions for hospitals and nursing homes and public sector police and fire employees.FLSA Section 13(a) contains exceptions to both minimum wage and overtime. This presentation discusses the so-called “white collar” exemption. There are several other exceptions contained in section 13(a) including exceptions for certain amusement or recreational establishments, agricultural operations, and small newspapers.FLSA Section 13(b) contains exceptions to overtime only. For example, there are exceptions for certain employees who transport property in interstate commerce, for certain employees of automobile dealerships, agricultural employees, taxicab drivers, and movie theater employees. This presentation does not discuss any of the Section 13(b) exceptions.Additional information about these and other exceptions and exemptions can be obtained by visiting or calling US-WAGE.

47 Tres pruebas para la exenciónNivel de sueldoBase salarialTareas del trabajoTo qualify for exemption, employees must meet three tests for each exemption: An exempt employee must earn a minimum amount. The minimum amount must be paid on a salary basis. In addition, exempt employees must perform certain executive, administrative, professional, outside sales, or computer professional job duties set forth in the regulation.

48 Nivel de sueldo mínimo: $455Para la mayoría de empleados, el nivel de sueldo mínimo exigido para la exención es de $455 por semanaDebe pagarse libre de obligacionesLos $455 por semana deben pagarse en montos equivalentes por periodos más largos que una semanaBisemanal: $910.00Quincenal: $985.83Mensual: $1,971.66The minimum salary level required for exemption is $455 per week, which must be paid “free and clear” – that is, the $455 cannot include the value of any non-cash items that an employer may furnish to an employee, like board, lodging, or other facilities (for example, meals furnished to employees of restaurants). For employers that have adopted pay periods longer than one week, the equivalent of the $455 per week salary level is $910 for biweekly pay periods; $ for semimonthly pay periods; and $1, for monthly pay periods.See also: 29 CFR Amount of Salary Required .

49 Prueba de base salarialRecibe regularmente un monto predeterminado de compensación cada periodo de pago (de forma semanal o con menos frecuencia)La compensación no puede reducirse debido a variaciones en la calidad o cantidad del trabajo llevado a caboSe tiene que pagar el sueldo en su totalidad por toda semana en la que el empleado lleve a cabo cualquier trabajoNo necesita pagarse por ninguna semana laboral en la que no se llevó a cabo ningún trabajoGenerally, “salary basis” means that an exempt employee must regularly receive, each pay period and on a weekly or less frequent basis, a “predetermined amount” of compensation that cannot be reduced because of variations in the quality or quantity of work performed. But for a few identified exceptions, the exempt employee must receive the full salary for any week in which the employee performs any work, regardless of the number of days or hours worked. However, exempt employees need not be paid for any workweek when they perform no work.See also: 29 CFR Salary Basis.

50 Deducciones del sueldoA un empleado no se le paga a base de un sueldo si las deducciones del sueldo se hacen por ausencias dictadas por el empleador o por las exigencias operativas del negocioSi el empleado está listo, dispuesto y es capaz de trabajar, no se pueden hacer deducciones por tiempo cuando no esté disponibleAn employee is not paid on a salary basis if the employer makes deductions from the predetermined salary, for example, for absences caused by the employer or because of the operating requirements of the business. If the employee is ready, willing, and able to work, deductions may not be made for time when work is not available.

51 Deducciones permitidas del sueldoSiete exenciones de la norma de “ningún descuento del sueldo”Ausencia del trabajo por uno o más días completos por razones personales, aparte de enfermedad o discapacidadAusencia del trabajo por uno o más días completos debido a enfermedad o discapacidad si las deducciones se hacen de acuerdo con un plan, política o práctica genuino de proporcionar beneficios que reemplazan salarios por este tipo de ausenciasPara compensar cualquier monto recibido como pago por honorarios judiciales, honorarios de testigo o salario militarThe regulations contain seven exceptions to this salary basis, “no pay-docking” rule. Employers may make deductions from salary of exempt employees in the following situations:An absence from work for one or more full days for personal reasons, other than sickness or disabilityAn absence from work for one or more full days due to sickness or disability if deductions made under a bona fide plan, policy, or practice of providing wage replacement benefits for these types of absencesTo offset any amounts received as payment for jury fees, witness fees, or military pay

52 Deducciones permitidas del salario (continuación)Siete exenciones de la norma de “ningún descuento del sueldo” (cont.)Multas impuestas de buena fe por infringir normas de seguridad de “mayor importancia”Suspensión disciplinaria no pagada por uno o más días completos impuesta de buena fe por infringir normas escritas de conducta del lugar de trabajoSe puede pagar una parte proporcional del sueldo de un empleado por tiempo realmente trabajado en la primeras y últimas semanas de trabajoAusencia no pagada tomada conforme a la Ley de Ausencia Familiar y MédicaPenalties imposed in good faith for violating safety rules of “major significance,” such as “no smoking” rules in explosive plants, oil refineries, and coal minesUnpaid disciplinary suspension of one or more full days imposed in good faith for violations of written workplace conduct rules, such as rules prohibiting sexual harassment or workplace violenceProportionate part of an employee’s full salary may be paid for time actually worked in the first and last weeks of employmentUnpaid leave under the Family and Medical Leave Act

53 Efecto de deducciones inapropiadasUna práctica de hacer deducciones inapropiadas de sueldo tendrá como resultado la pérdida de la exenciónDurante el periodo de tiempo en que las deducciones inapropiadas se hicieronPara empleados dentro de las mismas clasificaciones de trabajoTrabajar para los mismos gerentes responsables de las deducciones inapropiadasSin embargo, las deducciones inapropiadas aisladas o involuntarias no resultarán en la pérdida del estado de exención si el empleador le reembolsa al empleadoWhat is the effect on an employee’s exemption status if an employer makes improper deductions from the salary? If the facts show that the employer had an actual practice of making improper deductions from salary, the exemption will be lost, and overtime pay due for hours worked over 40 per week during the time period in which improper deductions were made, to employees in the same job classifications and who work for the same managers responsible for the actual improper deductions. Employees in other, different job classifications, or working for other, different managers, would not lose their exempt status. Isolated or inadvertent improper deductions, however, will not result in the loss of exempt status if the employer reimburses the employee for the improper deduction.See also: 29 CFR Effect of Improper Deductions from Salary.

55 Tareas ejecutivasLa tarea principal es la gestión de la empresa o de un departamento o subdivisión normalmente reconocidosDirige regular y normalmente el trabajo de dos o más empleadosTiene la autoridad para contratar o despedir otros empleados o dar recomendaciones en relación a la contratación, despido, ascenso, promoción u otro cambio en el estatus de otros empleados.In addition to the salary requirements, the executive exemption applies only if the following three duties requirements are met: 1) the employee’s primary duty must be management; 2) the employee must customarily and regularly direct the work of two or more employees; and 3) the employee must have the authority to hire or fire other employees, or have his/her suggestions and recommendations as to hiring, firing, advancement, promotion or any other change of status given particular weight. This is more protective than the former short test because of the additional “hire or fire” requirement.

56 Ejecutivos dueños del 20%La exención ejecutiva también incluye a empleados quienes:poseen por lo menos 20 por ciento de participación bona fide en el capital de la empresaestán activamente involucrados en la gestión de la empresaLas exigencias de nivel de sueldo y base salarial no aplican a los dueños de 20% de capitalThe revised final regulations recognize certain business owners as exempt executives. Employees who own at least 20-percent equity in a business and are actively engaged in the management of the enterprise are exempt executives. There is no duties test for these equity owners.

57 Tareas administrativasLa tarea principal es llevar a cabo trabajo de oficina, o no manual, directamente relacionado con la administración o las operaciones comerciales generales del empleador o de los clientes del empleadorLa tarea principal incluye el ejercicio de criterio y juicio independiente con respecto a temas de importanciaThe duties test for the administrative exemption applies only if: the employee’s primary duty is the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers; and the employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance. This test is substantially the same as the former short test for the administrative exemption.

63 Profesiones médicas exentasMédicosAyudante técnico sanitarioTecnólogo médico registrado o certificado3 años de estudio pre-profesional en una escuela superior o universidad acreditada, más 1 año de estudios profesionales en una escuela acreditada de tecnología médicaHigienista dental4 años de estudios pre-profesionales y profesionales en una escuela o universidad acreditadaAsistentes médicos certificados4 años de estudios pre-profesionales y profesionales, incluida la graduación de un programa acreditado de asistencia médicaThe learned professional exemption applies to any employee who holds a valid license or certificate permitting the practice of medicine, including osteopathic physicians, podiatrists, dentists and optometrists. The exemption is also available to an employee who holds the requisite academic degree for the general practice of medicine and is engaged in an internship or resident program.Registered nurses who are registered by the appropriate State examining board generally meet the duties requirements for the learned professional exemption. However, many registered nurses receive overtime pay because they are paid by the hour, not on a salary basis as required for exemption. Licensed practical nurses generally do not qualify as exempt learned professionals.Registered or certified medical technologists, dental hygienists, and certified physician assistants also generally meet the duties requirements for the learned professional exemption if they successfully complete four years of study in an accredited college or university.

69 Ventas externas La tarea principal es - Vender u- Obtener órdenes o contratos por servicios o instalaciones por una retribución pagada por el cliente ySe encuentra normal y regularmente fuera del lugar (o lugares) de trabajo del empleador debido a que tiene que realizar dicha tarea principalNo hay prueba de compensaciónIn order to be exempt as an outside sales employee, the employee’s primary duty must be making sales or obtaining orders or contracts for services or use of facilities for which a consideration will be paid by the client or customer, and the employee must be customarily and regularly engaged away from the employer’s place or places of business in performing these duties. Work performed that is incidental to and in conjunction with, or which furthers, the employee’s own outside sales or solicitation efforts is considered exempt outside sales work, even when performed at the employer’s establishment.See also: 29 CFR General Rules for Outside Sales Employees.

70 Excepción de empleados en ventas por comisiónThis exception is contained in Section 7(i) of the FLSA. See also: 29 CFR The Fair Labor Standards Act as Applied to Retailers of Goods and Services; Fact Sheet No. 020 Employees Paid Commissions by Retail Establishments Who are Exempt Under Section 7(i) from Overtime under the Fair Labor Standards Act (FLSA)

71 Excepción de sobretiempo de empleados en ventas por comisiónLos empleados de un establecimiento de venta al por menor o de servicio a quienes se les pague más de la mitad de sus ganancias totales en comisiones pueden estar exentos de las exigencias de pago de sobretiempo de FLSARestaurants and hotels frequently charge banquet customers or large parties a percentage of the bill as a mandatory service charge. If part or all of that service charge is paid to service employees, the payment is normally considered a commission rather than a tip.See also: Fact Sheet No. 020 Employees Paid Commissions by Retail Establishments Who are Exempt Under Section 7(i) from Overtime under the Fair Labor Standards Act (FLSA)

77 Trabajo de menores de edadThe FLSA youth employment provisions apply to minors under 18 years of age and are designed to protect the educational opportunities of minors and prohibit their employment in jobs and under conditions detrimental to their health or well-being.The federal youth employment provisions do not:Require minors to obtain “working papers” or “work permits,” though many states do.Limit the number of hours or times of day that workers 16 years of age and older may legally work, though many states doThere are no limitations on the hours or occupations of minors age 18 and older.Other Federal and State laws may have higher standards. When these apply, both standards must be observed.See also: 29 U.S.C. 212; 29 CFR 570 Child Labor Regulations, Orders and Statements of Interpretation; WH 1330 Child Labor Requirements in Nonagricultural Occupations Under the Fair Labor Standards Act; Fact Sheet No. 043 Child Labor Provisions of the Fair Labor Standards Act (FLSA) for Nonagricultural Occupations.

78 Trabajo de menores de edadLas normativas federales del trabajo de menores de edad establecen tanto las horas como las normas ocupacionales para los menores de edadChildren of any age are generally permitted to work for businesses entirely owned by their parents, except (1) those under 16 may not be employed in mining or manufacturing and (2) no one under 18 may be employed in any other occupation the Secretary of Labor has declared to be hazardous.See also: 29 U.S.C. 212; 29 CFR 570 Child Labor Regulations, Orders and Statements of Interpretation; WH 1330 Child Labor Requirements in Nonagricultural Occupations Under the Fair Labor Standards Act; Fact Sheet No. 043 Child Labor Provisions of the Fair Labor Standards Act (FLSA) for Nonagricultural Occupations.

79 Trabajo de menores de edad16 Los menores de edad de dieciséis y 17 años pueden trabajar horas ilimitadas en una ocupación que no sea declarada como arriesgada por parte de la Secretaría de Trabajo14 Los menores de edad de catorce y 15 años pueden trabajar fuera de las horas escolares en una variedad de empleos que no involucren fabricación y que no sean arriesgados por periodos limitados de tiempo y bajo condiciones específicasMenores de 14Los menores de 14 de años no pueden trabajar en ocupaciones no agrícolas cubiertas por FLSAOnce a youth reaches 18 years of age, he or she is no longer subject to the federal youth employment provisions.Minors under 14 are permitted to work in jobs that are exempt from the FLSA (such as delivering newspapers to the consumer and acting). Children may also perform work not covered by the FLSA such as completing minor chores around private homes or casual baby-sitting.There are 17 occupations or industries that the Secretary of Labor has declared as hazardous for minors under 18. Additional information on these occupations is available from the U.S. Department of Labor’s Wage and Hour Division.

80 Introducción a FMLA Objeto:Crear un balance entre el trabajo y la vida familiarPromover la seguridad económica de las familias y servir al interés nacional al preservar la integridad familiarResponsabilidades compartidas:La comunicación es claveThe FMLA allows employees to balance the demands of their work and family lives; it promotes the economic security of families and helps to preserve family integrity by allowing eligible employees to take unpaid leave for certain family or medical reasons. The FMLA seeks to accomplish its goals in a manner that accommodates the legitimate interests of employers and that is consistent with the Equal Protection Clause of the Fourteenth Amendment in minimizing the potential for employment discrimination.Because both employees and employers have rights and responsibilities under the law, effective communication between the employer and the employee is critical at all stages of FMLA leave. Effective communication is instrumental in minimizing the chances of inadvertent violations, litigation, or intervention by the Wage and Hour Division.See Family and Medical Leave Act (FMLA), 29 U.S.C. 2601, FMLA Regulations, 29 CFR Part (a), Fact Sheet No. 28.

81 Cobertura del empleadorEmpleadores del sector privado con 50 o másempleadosAgencias públicasEscuelas primarias y secundarias públicas yprivadas“Coverage” applies to the employer and means the provisions of FMLA apply to that employer.The FMLA covers all:Private sector employers who employ 50 or more employees for at least 20 calendar workweeks in the current or preceding calendar year -- including joint employers and successors of covered employers. See 29 CFRPublic agencies, including State, local and Federal employers, and local education agencies (public school boards and private elementary and secondary schools). FMLA applies to public agencies and schools, whether public or private, regardless of the number of employees.Joint Employment: A joint employment relationship generally will be considered to exist in situations such as: (1) where there is an arrangement between employers to share an employee’s services or to interchange employees; (2) where one employer acts directly or indirectly in the interest of the other employer in relation to the employee; and (3) where the employers are not completely disassociated with respect to the employee’s employment and may be deemed to share control of the employee, directly or indirectly, because one employer controls, is controlled by, or is under common control with the other employer. Jointly employed employees are counted by both employers in determining employer coverage and employee eligibility. See 29 CFR (See Opinion Letter #111).Successor in Interest: Where an employer purchases another business or assumes a contract previously performed by another company, employment by both employers must be considered for purposes of determining coverage, eligibility and FMLA obligations if there is substantial continuity of operations and the work force; use of the same plant; similarity of jobs, supervisory personnel, production methods, and products and services; and the employer is able to provide relief. See 29 CFRPrivate Employers - 20 or more calendar workweeks in current or preceding year (a)Commerce - any employer with 50 employees is deemed to be engaged in commerce (b)Public Agencies and Schools - without regard to number of employees (a)

82 Elegibilidad del empleadoSer empleado de un empleador bajo el alcance de la leyHaber trabajado por lo menos por 12 mesesTener por lo menos 1,250 horas de servicio durante los 12 meses antes de que la ausencia empieceTrabajar en un lugar de trabajo donde se empleen por lo menos a 50 empleados o dentro de 75 millas del lugar de empleo“Eligibility” applies to employees and means that the individual employee is entitled to the benefits and protections of the FMLA.To be eligible to take FMLA leave, an employee must:work for a covered employer;have worked for that employer for at least 12 months;have at least 1,250 hours of service during the 12 months prior to the start of the FMLA leave; andwork at a site where at least 50 employees are employed either at or within 75 miles of the site.The 12 months do not have to be consecutive. Periods of employment prior to a break in service of seven years or more, however, need not be counted in determining the 12 months, except where the break in service is occasioned by the employee’s fulfillment of a National Guard or Reserve military service obligation or was pursuant to a written agreement (including a collective bargaining agreement) concerning the employer’s intention to rehire the employee after the break in service. See 29 CFR (b).To determine if an employee has worked 1,250 hours in the 12 months prior to the start of FMLA leave, generally the actual hours worked as defined by the Fair Labor Standards Act (FLSA) are counted. See 29 CFR Paid or unpaid leave, including FMLA leave, does not count as hours worked. If an employee has worked an average of more than 24 hours a week during the 12 months before the leave starts, the employee will generally meet the hours worked eligibility test. See 29 CFR (a) and (b). Special rules apply to airline flight crew employees.USERRA, which is enforced by the Department’s Veterans’ Employment and Training Services (VETS), requires employers to count the months and hours that military members would have worked if they had not been called up for military service towards FMLA eligibility.Access DOL’s July 22, 2002, memorandum from the FMLA home page.

85 Mantenimiento de datosLos datos no necesitan mantenerse de ninguna forma en particularNo se exigen relojes registradoresEmployers may use any timekeeping method they choose. For example, they may use a time clock, have a timekeeper keep track of employee's work hours, or tell their workers to write their own times on the records. Any timekeeping plan is acceptable as long as it is complete and accurate.Payroll records, collective bargaining agreements, sales and purchase records must be preserved for at least three years. Records on which wage computations are based should be retained for two years, e.g., time cards and piece work tickets, wage rate tables, work and time schedules, and records of additions to or deductions from wages.The records may be maintained and preserved in electronic format provided viewing equipment is available. The electronic version must also be clear and identifiable by date or pay period. Such records must be available at one or more of the employer’s established central recordkeeping offices where such records are customarily maintained. The records shall be made available within 72 hours of notice from the Wage and Hour Division, which may ask the employer to make computations or transcriptions.See also:29 CFR 516.1(a) Records To Be Kept By Employers; Fact Sheet No. 021Recordkeeping Requirements Under The Fair Labor Standards Act (FLSA).

86 Mantenimiento de datosCada empleador bajo el alcance de la ley tiene que mantener ciertos datos por cada trabajador no exentoThe following is a listing of the basic records that an employer must maintain:1. Employee's full name and social security number.2. Address, including zip code.3. Birth date, if younger than 19.4. Sex and occupation.5. Time and day of week when employee's workweek begins.6. Hours worked each day.7. Total hours worked each workweek.8. Basis on which employee's wages are paid (e.g., "$9 an hour," "$420 a week," "piecework")9. Regular hourly pay rate.10. Total daily or weekly straight-time earnings.11. Total overtime earnings for the workweek.12. All additions to or deductions from the employee's wages.13. Total wages paid each pay period.14. Date of payment and the pay period covered by the payment.There are different or additional recordkeeping requirements for “white collar” exempt employees and for homeworkers, employees who receive board, lodging, and facilities, and those paid under certificates.See also: 29 CFR 516 Records To Be Kept By Employers; Fact Sheet No. 021 Recordkeeping Requirements Under The Fair Labor Standards Act (FLSA).

94 CumplimientoEl personal de la Sección de Horas y Sueldos hace cumplir la FLSA a lo largo de Estados UnidosCuando se encuentran incumplimientos, la Sección de Horas y Sueldos informa a los empleadores de los pasos necesarios para corregir los incumplimientos, garantiza un acuerdo para cumplir las normas en el futuro y supervisa el pago voluntario de salarios retroactivos según apliqueGeneralmente aplica una ley de prescripción de 2 años a los salarios retroactivos. En el caso de un incumplimiento intencionado, podría aplicar una ley de prescripción de 3 añosThe FLSA authorizes Department of Labor representatives to investigate wages, hours, and other employment practices; enter and inspect an employer’s premises and records; and question employees to determine whether any person has violated any provision of the FLSA. The investigator will identify himself/herself and present official credentials. The investigator will explain the investigation process and the types of records required during the review.An investigation consists of the following steps:Examination of records to determine which laws or exemptions apply. These records include, for example, those showing the employer’s annual dollar volume of business, involvement in interstate commerce, and work on government contracts. Information from an employer’s records will not be revealed to unauthorized persons.Examination of payroll and time records, and taking notes or making transcriptions or photocopies essential to the investigation.Interviews with certain employees in private. The purpose of these interviews is to verify the employer’s payroll and time records, to identify workers’ particular duties in sufficient detail to decide which exemptions apply, if any, and to confirm that minors are legally employed. Interviews are normally conducted on the employer’s premises. In some instances, present and former employees may be interviewed at their homes or by mail or telephone.When all the fact-finding steps have been completed, the investigator will ask to meet with the employer and/or a representative of the firm who has authority to reach decisions and commit the employer to corrective actions if violations have occurred. The employer will be told whether violations have occurred and, if so, what they are and how to correct them. If back wages are owed to employees because of minimum wage or overtime violations, the investigator will request payment of back wages and may ask the employer to compute the amounts due.Employers may be represented by their accountants or attorneys at any point during this process. When the investigator has advised the employer of his/her findings, the employer or representative may present additional facts for consideration if violations were disclosed.See also: Fact Sheet No. 044 Visits to Employers.